There are currently no public events scheduled for this topic.
Here’s just some of what we’ll cover:
- What is harassment? What is bullying? Discover the truth about “innocent” flirting, banter and teasing
- Communication skills that will help every employee bridge the gender gap and reduce misunderstandings
- How to comply with the very latest legal rulings at the federal, state and local levels
- How to establish grievance procedures that will protect the rights of your employees and your organization
- Your rights and responsibilities as an employer
- How to handle initial complaints and investigations with diplomacy, tact and understanding
This is critical information that could save your organization from a costly lawsuit down the road.
- A look at existing laws, pending laws and landmark cases, to gain an overview of where sexual harassment and bullying litigation stands today
- Discover exactly which behaviors, comments and actions can lead to grievances or lawsuits
- Communication skills that reduce innocent misunderstandings and help bridge the gender gap
- Gender perceptions: developing empathy for the other point of view
- How managers and supervisors can motivate their employees to comply with the law
- The difference between quid pro quo and hostile-environment sexual harassment
- What factors determine whether an environment is “hostile”?
- Mentoring relationships between opposite sexes: Are they just asking for trouble?
- Same-sex sexual harassment incidents are just as serious as opposite-sex infractions
- First steps if sexual harassment or bullying is observed or reported
- Criteria to help you determine whether a specific behavior or action is out of line
- When does flirting, bantering or teasing cross the line and become harassment?
- What are the rights and responsibilities of the person being harassed?
- How to respond if a warning or reprimand has been given, but the harassment continues
- How to develop a written anti-harassment policy for your organization
- Effective grievance procedures — what every employer should know about creating them
- “Touchy-feely” employees — how to tactfully suggest they keep their hands to themselves
- Sexist remarks and inappropriate language — where you as an employer need to draw the line
- “Macho” employees, cultural misunderstandings and sexual discrimination — guidelines for handling these issues appropriately
- On-the-spot strategies for handling harassment and bullying complaints swiftly and successfully
- How to effectively intercede when you see harassment taking place
- The importance of adequate investigations and how they must be conducted
- The role of perception in harassment (why it’s critical to understand how and why perceptions differ)
- What your organization must do as soon as you’ve identified a problem to establish “reasonable care” and prevent accusations of a hostile environment
- No-nonsense disciplinary measures for harassers
- Liability protection: a discussion of the actions you must take to guard your organization against costly litigation
- Ensure that your organization is in compliance with EEOC, federal, state, and local laws regarding sexual harassment
- How to reduce financial liability for individuals and organizations
- Can just one incident constitute sexual harassment or bullying?
- As an employer, what are you liable for regarding harassment in your workplace?
- Are there time limits for filing sexual harassment charges?
- Under what circumstances could you expect to be investigated by the EEOC?
- How to proceed when your company is too small to support an HR department — who investigates harassment claims, takes appropriate action and confronts the harasser?
- What are some of the training methods that can be used to ensure your employees understand anti-harassment?